Corra Group is assisting its trucking and transportation clients by offering the five year [Motor Vehicle Driving Record for Texas CDL Drivers. The five year MVR will display both medical certification and a more comprehensive list of traffic violations that will assist trucking companies with their employment screening and hiring process.

“To be compliant, it is necessary for all commercial drivers of vehicles in interstate commerce with a maximum gross vehicle weight rating of over 10,000 pounds to obtain and maintain a valid Medical Examiner’s Certificate (ME Certificate),” said Corra Group Co-Founder, Nick Gustavson. Since the beginning of 2015, the Medical Examiner’s Certificate is displayed on the MVR for just about every state in the union.

“Texas is unique,” said Gustavson. “The DMV has both a three year and five year driving report. Many truckers used to run just the three year driving record as it would potentially raise fewer red flags by showing fewer traffic violations while still meeting with minimum Department of Transportation mandates. “But the much needed Medical Certificate is not featured in the Texas three year driving record search. It is only on the five year track. To accommodate our clients, Corra Group is moving all of its trucking companies over to the five year track and urging its new clients to do the same.”

Some believe in states where marijuana is legalized or where medical marijuana is permitted, they are free from being dismissed from their jobs. They also believe that with drug tests positive results for marijuana in these permitted states will result in a negative drug test result. Not the case. In fact the only states where if you have a license for medical marijuana that will rule it a negative result are Rhode Island, Delaware, Maine, and Arizona. With the rest of the states, you test positive, the results on the report remain positive.

With smoking pot in legalized states, you can still be fired. Doesn’t matter if you smoke on the job or off the job, you can still be subject to dismissal.

The Colorado Supreme Court upheld the firing of a handicapped employee who was smoking off duty for his medical condition. According to the post by the employment law firm Seyfarth and Shaw, the following determination was made by the court…”In a unanimous decision (one justice did not participate), the Colorado Supreme Court affirmed the dismissal of Coats’ lawsuit. Although Coats’ use of medical marijuana was lawful under Colorado’s medical marijuana law, marijuana is a “controlled substance” under the federal Controlled Substances Act and its use, even for medicinal purposes, is a federal criminal offense. As a result, the Court held that Coats’ use of medical marijuana was not “lawful” and he was not protected from termination because of his use of medical marijuana. The Court also rejected arguments that use of medical marijuana was no longer unlawful because: (a) the U.S. Department of Justice announced that it will not prosecute certain patients who use medical marijuana in accordance with state law; and (b) in December 2014, Congress passed an appropriations bill that prohibits the Department of Justice from using funds appropriated under the act to prevent states with medical marijuana laws (like Colorado) from implementing those laws.”

“We have been talking with our clients in healthcare and related industries,” said Corra Group Co-Founder, Gordon Basichis. “Because of the uncertainty of the economic picture if the Supreme Court denied the subsidy aspect of the ACA, medical facilities, recruiting groups, and medical supply manufacturers have been reluctant to hire. There has been a wait and see attitude.

“But now with the assurance Obamacare will retain intact as the law of the land, we see our clients starting the employment screening process with their final candidates,” said Basichis. “Corra Group is meeting their requirements by providing comprehensivebackground checks that will service the specifically the healthcare industry.”

Basichis noted that Corra Group will be providing additional training in tutoring its staff on the specific services required by the healthcare industry. He pointed out that while just about every candidate in the healthcare industry needs to undergo a healthcare sanctions check, there will be added demand for foreign healthcare workers who will be needed to fill the job vacancies in the medical sector.

Yesterday, I posted one article about how employers are taking their time filling job vacancies. Here is a more comprehensive report, listing the reasons that employers are reluctant to fill employment positions.

This time it’s different

That said, at the end of the story, a wolf really does show up. By the same token, survey data of small business owners conducted by the National Federation of Independent Business really does show a recent rise in the number of small business owners who cite “labor quality” as a big problem for their business: